Has anyone heard of any legal filings or groups forming regarding the Pioneer-to-Exxon transition tactics?
I’m looking for info on whether the "comparable offer" terms are being challenged. Specifically, many of us were promised a 3-year PDS phase-in during the town halls, but that timeline was compressed almost immediately after joining the payroll.
Additionally, it seems many roles had CL levels inflated to match Pioneer pay, only to have reporting lines dropped within months of the CIC. This makes it structurally impossible to compete in the RA rankings at those assigned levels.
Is there an active effort to look into whether this was a coordinated strategy to trigger severance forfeitures? If anyone has retained an attorney or knows of a firm in the Houston/Irving area handling this specific "bait and switch" claim, please share or provide a hint on how to find the group.
12 replies (most recent on top)
Wow this is interesting
I was an experienced hire and was told I wouldn’t be assessed the first year then I was! This was almost 20 years ago so they have a playbook they follow. Bait and switch call it what you will
Not many XTO left. Unless they have some contractual deal this pds should be a blood bath.
@b1 would love to see that headline… EM management investigated by NLRB for unfair labor practices AND posting racist comments to the layoff.com. Great risk management… personal iPhones subpoenaed… id--ts exposed.
They lied to all of us about the NSI % being 3%, then it was magically changed to 8% by the very first performance period with the new system.
They preach about XOM holding itself to the highest ethical standards, but have no problem lying to their employees.
Obviously senior leadership have no problem changing the rules they've set whenever they think it's convenient...see recent repeal of NRE protection and new 2 PIPs in 5 years rule. I have no doubt they'll continue to F with everyone unabated. The real lesson is to not trust anything this company tells you.
To answer your question directly, no have not heard of anything being organized… but many employees would gladly cheer this lawsuit on.
The management who post on here will try to make it seem like you are alone… or simply post nonsense to drive this topic down the board. Technically it is illegal for management to interfere with employee conversations about unfair labor practices… would be worth checking NLRB to see if they can subpoena EM management records via official investigation.
The whole 3-year PDS phase-in thing is a constant recurring trick they use on new hires, experienced hires, etc. they say they will do this but ALWAYS rank you much sooner. Has been occurring for a very long time… as far back as I can remember… not just Pioneer.
Welcome to the ExxonMobil experience! Downward pressure on CL's for roles, a performance assessment system that's rigged in favour of the Hi-Po's that have coffee dates with the VP, and systematic pressure to reduce headcount and force people out.
The company is not what it used to be. Call it bait and switch, transformation, whatever you want, but opportunities have shrunk rapidly and will continue to shrink.
Make sure you practice your "We are ExxonMobil" chant!
If your hPXD salary was higher then a comparable EM salary, then you are expected to do more for EM. If you are not competing at global type jobs then its in your best interest to seek opportunities elsewhere. Its unfortunate that Pioneer mgmt sold you out but this is the way of the world these days. EM management is no better.
If you are NRE I would polish up your resume
Good luck to all the pxd supers competing with xom cl29s.
Hint: how many XTO or Bopco employees do you think are still around?